Hiring Success Buchzusammenfassung - das Wichtigste aus Hiring Success

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Zusammenfassung von Hiring Success

Name: Hiring Success
Rating: 4.3 (81 reviews)
Author: Jerome Ternynck

Jerome Ternynck

How Visionary CEOs Compete for the Best Talent

4.3 (81 Bewertungen)

26 Min.

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Hiring

Inhaltsübersicht

Hiring Success
in 8 Kernaussagen verstehen

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Kernaussage 1 von 8

What’s in it for me? A guide to success in an unstable world.

Building a successful business starts with selecting the right people for the job. But this is easier said than done. Countless studies have shown that even seasoned CEOs struggle with this crucial task.

These blinks reveal the tips and tricks necessary to navigate the procedure of recruiting and retaining top talent. Using clear and concise language, they explain the complexity of today’s global labor market and how to overcome the challenges it poses.

With this handbook, you will discover the best practices for every stage of the hiring process, each honed and perfected by more than 30 years of recruiting experience. You’ll learn how to define the skills you need, find the right person to fill the role, and make sure they accept your offer.

In these blinks, you’ll also learn

why hiring is like marketing;
how Steve Jobs made his dream hire; and
what basketball can tell us about building a business.

Hiring the right talent is more important, and more difficult, than ever.

Summer, 2018. The Italian football club Juventus has a tough decision to make. They need a new player, and the team wants Cristiano Ronaldo. But the renowned athlete wants something, too: $112 million, a contract four times more costly than any other player.

Juventus takes the risk, and it pays off. Ronaldo continues to be a star on and off the field. He wins games, wins over fans, and grows into an even more immense international media sensation. By the end of 2018, the share price of Juventus has more than doubled.

Clearly, companies looking to stay ahead of the curve are in tough competition to attract the best talent. This is why they need to make hiring a top priority and invest in the process.

The key message here is: Hiring the right talent is more important, and more difficult, than ever.

It takes three things to run a successful business: a great idea, a little bit of money, and talented employees to get the job done.

These days, ideas and money seem to be abundant. Everyone feels like they have a million-dollar idea. And there are plenty of investors willing to take a chance on a novel startup. However, that last ingredient – experienced and enthusiastic workers – is harder to come by.

What’s the reason for this scarcity?

Well, today’s jobs are much more specialized than they were in the past. In the old industrial era, most companies could hire anyone willing to work. Jobs were simpler and more straightforward. But in the contemporary knowledge economy, the necessary skill sets are much more specific. Companies don’t just need software developers; they need software developers who know certain programming languages or specific platforms.

These skills are hard to learn and even harder to master. But as the tech sector continues to grow, demand for them will continue to rise. A recent report by the consulting firm McKinsey estimates that by 2030 there will be more than 85 million of these high-skill positions to fill. And, unfortunately for employers, there just won’t be enough college-educated workers to fill the slots.

World leaders like Google are already making hiring a priority. The tech giant pours a lot of money into recruiting. In fact, its number of recruiters per employee – 16 for every 1,000 – is nearly ten times higher than any other Fortune 500 business.

But all the money in the world wouldn’t make hiring simple. It takes smart strategy as well. In the next blink, we’ll take a look at some principles to make the process work for your business.

An effective hiring process needs smart hiring metrics.

Step one: take a big, bright marker and write the words “We’re hiring!” on a poster board. Step two: tape that sign up in the window. Step three: hand the job to the first person to come walking through the door.

If only it were that easy! The truth is, it’s almost impossible to fill your open position with just anyone coming in off the street. Matching the right person to the right job takes a bit more thought and a lot more patience.

In order to sell a job, you have to think like a marketer.

Imagine you’re running a retail store. It doesn’t matter what you’re selling – it could be appliances, or it could be ice cream. Either way, your business isn’t going to thrive unless there are customers walking through the door.

And how do you get more customers? That’s an easy answer: through a savvy marketing campaign.

A creative approach to hiring can funnel talent in your direction.

What would you do in the following scenario? You’re the head of a small company, and business is booming. You need to hire 100 talented workers, and fast.

You could start by hiring a dozen recruitment professionals to comb through LinkedIn looking for leads. Or, you could go viral and let the leads come to you.

Evaluate candidates by what they will do, not by what they already have done.

It’s 2009. Brian Acton and Jan Koum, two bright young programmers, are applying to Facebook. They’re enthusiastic, determined, and ready to work. Unfortunately, the hiring team only considers their credentials and decides they don’t have the right experience. Both candidates are rejected.

Fast-forward five years, and things look a bit different. Acton and Koum have built Whatsapp, the wildly popular messaging platform. Now, Facebook wants to buy the company – and it won’t be cheap. In the end, the acquisition costs Facebook $19 billion.

To close the deal, make a job offer that can’t be refused.

In 1983, Apple was looking for a new company president. To fill the role, Steve Jobs wanted to poach John Sculley, then head of PepsiCo. But there was a problem. At the time, Apple was still a small, fledgling organization. For Sculley, the position was a potential setback.

Undeterred, Jobs made his move. He called Sculley and made his case: “Do you want to sell sugar water for the rest of your life, or do you want to come with me and change the world?” The appeal to greatness worked, and Sculley took the job.

A robust hiring system starts with a robust team.

The setup, the shot, the swish of the net. A pro baller sinking a perfect three-pointer is a thing of beauty. But any good basketball coach knows that one satisfying score doesn’t win the game. You need a team that can always hit the basket – again and again.

The moral here is that consistency matters – on the court and for your company. To outcompete others on the market, you don’t just need one good hire; you need many. So, ensure you acquire the best talent year after year by making good hiring a repeatable practice.

Smart hiring practices welcome diversity.

Quiz night at your local bar is fast approaching. The problem is, you haven’t filled the five slots in your team yet. Who should you call?

What about your five astrophysicist friends? They’re definitely smart, and they’re sure to nail any science question. But can you rely on them for questions about movies, sports, or history? Really, your best strategy is to have a diverse team.

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Worum geht es in Hiring Success?

Hiring Success (2020) is all about helping you find and retain the best people for your business. This no-nonsense guide explains the techniques necessary to contact, connect with, and onboard the right talent to meet your present and future goals.

Bestes Zitat aus Hiring Success

Hiring success is not a human resources process that needs to be done fast and cheap. Its a competitive muscle.

—Jerome Ternynck

Wer Hiring Success lesen sollte

CEOs aiming to build talented teams
HR pros looking to become HR superstars
Jobseekers wanting to understand the hiring process

Über den Autor

Jerome Ternynck is an entrepreneur, writer, and founder of SmartRecruiters – a leader in the world of global talent acquisition. He has more than 30 years’ experience helping businesses navigate the world’s labor market.

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